7 Tools That Will Help You Start a Home-Based Business

The traditional method used to start a business was to rent an office space and get down to work. However, the overhead associated with supporting an office right from the start was challenging and even detrimental in many cases.

The good news is that technology has evolved over the years to make it much more functional and practical to run a home-based business and even to grow your business substantially in a cost-effective way. As wonderful as running a home-based business can be, keep in mind that there are still obstacles that you will need to face and overcome.

Here are several effective tools that can help you better manage and grow your home-based business.

Basecamp

Whether you want to keep yourself focused on relevant tasks for practical efficiency or you are trying to manage a remote team in the most time-efficient way possible, Basecamp can help.

This app is an excellent resource for planning and scheduling, organization, accountability and more. You may never have to worry about meetings taking too much time or missing deadlines when you and your team maximize the benefits that Basecamp can provide.

Google Hangouts

As soon as you add your first remote employee to your team, you need to find an effective way to communicate. Google Hangouts gives you text and voice communications in one platform. There is even a video communication feature.

You can use it on your desktop and mobile devices seamlessly so that you never miss important communications with your remote team. Logs of conversations are also maintained to help everyone remain accountable. Because this is a free tool that you can start using immediately, it is ideal for small businesses that have two or more workers.

Freshbooks

Small business owners can spend an incredible amount of time on financial management and accounting tasks. However, this is an area that you need to excel at if you want to properly manage your money, budget for growth and more.

Freshbooks is a user-friendly application that has robust capabilities. It’s a perfect choice for managing your home-based business’ finances. It has easy functions for invoicing, tracking payments, creating reports and more. Because it is designed for small business operations, you may find that it has more applicable features that are relevant to your specific situation.

Wagepoint

Processing payroll each week can be time-consuming and stressful. This is a task that needs to be completed within a specified amount of time, and you can’t afford to make costly mistakes.

Wagepoint is designed to help small business owners simplify this task in an affordable way. It also ensures compliance with all relevant government agencies and can help you to process tax forms and more. Employees can even access their own compensation information to save you additional time when questions arise.

Close.io

Sales is a critical component to most small businesses. You understandably need to track leads and follow up with all potential customers in a timely manner, but you also need to close deals.

Close.io is a CRM tool that is designed specifically for small businesses like yours. You can manage conversations and email messages so that you never drop the ball. You can also set reminders, create reports and more in one convenient and streamlined platform. With applications available for multiple users, you can easily track the efforts of your growing sales team as well.

CoSchedule

Effective marketing for your small business requires you to create and execute a detailed, robust marketing plan in a timely manner. With CoSchedule all aspects of communications about your marketing plan can be stored in one convenient location. You can create marketing materials within this platform, manage your marketing team and create an on-going marketing calendar so that you never miss a beat.

Remember that timely delivery of marketing content is critical to generating superior results. Because this is a collaborate solution, your entire team will stay organized and aligned.

Groove

Customer service is essential for your customer satisfaction rating, loyalty, future sales, brand reputation and more. Groove helps you to streamline many aspects of your customer service activities.

For example, through this platform, your agents can create tickets based on phone calls, social media posts, email and more. You can track the tickets, analyze them and ensure that everything is tended to in a timely manner. This is an excellent tool that can help you and your team to stay on track so that nothing slips through the cracks.

Final Thoughts

Handling all aspects of your business operations properly and efficiently requires considerable effort, but you do not need to handle tasks manually. Technology is now available that can streamline and simplify many aspects of your operations from day one. Regardless of whether you have a one-man shop or a growing small business with several employees, these exceptional tools are wonderful resources that you can begin implementing right away.

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Retail Giants Are Shifting America’s Economy, Meet the Recruiting Tactics Shaping Their Impact

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Retail giants are using automation to get rid of jobs!

Headlines like this sell magazines and newspapers, but they’re incredibly misleading. Companies like Amazon and Wal-Mart are creating so many jobs in smaller towns all over the United States. The Bureau of Labor Statistics states that the number of warehouse and storage-sector jobs had risen roughly 3.9% year-over-year, to a preliminary count of 948,500. Recent stories from various cities have chambers of commerce vying for the chance to become the location of the next warehouse.

In fact, warehouse jobs pay about 31% more than retail jobs in the same county, and are more likely to hire black and Hispanic workers, according to the Progressive Policy Institute.

Far from decimating the workforce in small towns and semi-rural locations, Amazon, Staples and their counterparts employ 1.2 million workers in warehouses and other establishments. From 2010 to 2016, employment grew by 372,000 additional workers, a 48% increase. Compare that to all private industries’ cumulative 12% during the same time period.

Anyone who works in high-volume recruiting or medical staffing knows it is not easy to find hordes of qualified workers to support an economic shift. Job boards changed the game for many in recruiting–not to mention job seekers–in the late 1990s. Despite the onset of mass aggregation and performance-based job advertising, the job advertising business remains mostly unchanged. However, we are currently seeing a shift in recruiting once more, spurred in part by these retail behemoths. Leading companies are taking a holistic look at recruiting and developing recruitment marketing strategies that use multiple tactics, some old some new, to surround job seekers with their message as well as spur them to engage.

What sorts of tactics are becoming part of the recruiting mix to help companies hire better and faster? Companies in the space are stepping up to the challenge of finding innovative ways to attract and retain workers at companies like Amazon.

What unique hurdles do warehouse and fulfillment recruiters face?

First, let’s address the unique challenges that face recruiters when a new warehouse opens in a city. While the effects on the location and the workers themselves are often discussed in the news, we rarely hear about how talent acquisition pros work to staff these locations where the population levels and supporting services may be non-existent. Issues like:

  • Poor or no public transportation. While white collar companies like Google often bus in workers who don’t want to deal with a commute, it’s rare for non-white collar workers to be extended anything similar.
  • Low-income population. Retailers often rely on pay alone to attract workers, but when a competitor also raises wages, they may face turnover issues.
  • Unwilling workforce. Many states’ minimum wages do not cover living expenses in addition to child care, transportation and other considerations a low-income population may have to factor in when looking for a new job.
  • Competing for a smaller pool of candidates. Fulfillment centers are often built in rural areas where land is cheap, but there are not enough available or interested job seekers to fill the positions.
  • Geographic requirements don’t always line up with the population
  • More difficult than typical retail work. Working in a warehouse tends to be more labor-intensive than customer-facing roles, which can make retail jobs appealing.
  • Lack of brand. Warehouse roles can be the toughest to fill. Often, those opportunities typically aren’t top of mind for job seekers.

Recruiters and HR Pros are not only fighting the above frustrations, but they’re also fighting record low unemployment:

The same group of [retailers] that were fighting over people last year will be fighting over people this year. And there are a few less people to fight over and a few more positions to fill,” said Steve Osburn, a director at the Kurt Salmon consulting firm who specializes in the supply chain.

What tools are today’s recruiters using to combat this conflation of events?

Better Pay: Amazon pays anywhere between the state minimum wage and Amazon’s widely touted $14. According to PayScale, the average U.S. warehouse worker earns $12.62 per hour, or about $28,000 annually. While the compensation may appear low relative to occupations nationally, they are more competitive than wages typically earned by occupations like cashiers and cooks at about $10 an hour, according to Brookings Institute. While Wal-Mart often finds itself behind the 8-ball in wage discussions, many workers report they receive similar pay at its warehouses.

Benefits You Don’t See Everyday (At least not at this skill level). While these jobs are most certainly a harbinger of the future, many of the jobs require the same level of education and skill as cashiers or cooks, meaning the talent pool can be as large as the population in many cases. Amazon, Wal-Mart and Staples offer benefits many of those (often hourly) jobs can’t like medical benefits, life insurance, frequent breaks and 401k plans. But the benefits these companies should offer are things like emergency child care, flexible work schedules and the potential for bonuses. Candidates who take warehouse jobs (depending on location) may speak little English, come from many different cultures, and could struggle to manage multiple jobs, family duties and transportation or stability issues that can affect attendance and tardiness.

Unique Approaches & Recruitment Challenges: When you’re new in town and chances are some bad press preceded your arrival, how do you staff up in a hurry? For many recruiters, this is where big data really shines in identifying the right people to reach out to. While much has been made of resume lines and fairs, for most warehouse jobs you can apply online.

Going beyond standard job postings: Some recruiters are also using SMS messaging to move candidates through the process even faster. This speaks to candidates for hard-to-fill positions because it gives them immediate interest by the employer. Candidates don’t want to fall into a black hole process where communication from the company is sparse and not very promising. Text recruit services gives candidates security in reliable job opportunities. Automated responses and scheduling make this kind of high-volume recruiting much simpler. With a population group that may not even have a resume or a home computer, this type of quick and painless “interview” is preferred. It’s also simpler for the recruiter, who can answer many of the questions posed with automated scripts or in other languages.

Advantages of Mobile First Recruiting

Mobile-first recruiting combines SMS and Text messaging, retargeting, and career site optimization to create an experience that is better on mobile. Recognizing that even Google is putting more weight behind mobile-optimized content and more people in the job seeking public have their phones at all times, mobile-first recruiting seeks to pique candidates’ interest where they are.

  • Recruiters can quickly and easily send out new information like hiring bonuses.
  • In a competitive landscape, hiring companies can inform applicants of benefits and retarget those who might be interested in them.
  • Organizations can reach those who may not desire the arduous process of a complex ATS.
  • Text messaging a candidate is 8x more effective than email.
  • Automation allows for a faster process and pre-populated answers in ANY language, allowing recruiters to reach a more diverse population than ever before.
  • In an SMS application process, a resume is often not even necessary, making the mobile-first recruiting a boon for jobs with a low barrier of entry.

Referral Programs: Since many of the candidates who might apply to a warehouse opening may not have a resume, smart recruiters are focusing on referrals from current (even new) hires. Using religious houses and community groups to find even more workers is another tactic. Even neighborhoods are used to spread the word about the benefits of working at these warehouses. Referral bonuses are often used. Retargeting on mobile or using SMS to attract those who may not have completed the entire application or “interview” can seal the deal in areas where there are many competing warehouses and fulfillment centers.

Incentives: Going beyond cash is another tactic when it comes to incentivizing workers. From discounts on the retailer’s products, to free ESL classes and after-parties during particularly difficult shifts, the incentives heat up during a warehouse initial hiring spate and again during seasonal upswings, like Thanksgiving and Christmas. Other incentives includes shift selection and optional weekend shifts.

Create a Recruitment Marketing Campaign to Target Warehouse Workers

A Step-By-Step Guide

Gather your materials. The job shifts you need filled, specific benefits for the positions, any licenses a candidate might need (forklift for example) and any compensation numbers (including hourly pay, overtime pay, referral bonuses and seasonal bonuses.)

Look at your superstars. Referrals are crucial in the warehouse business for a reason. If you have warehouse rockstars, you need to find the thread that connects them. Pay attention to their work values and ask them what benefits or monetary compensation attracted them to the job. The answers may range from tuition benefits to the optional third-shift. Add their answers to your materials pile.

Build your job ad 3 ways: Of course you’ll need a description to do this, but you also want to make your ad compelling, point out the benefits of not having a traditional desk job or point out how your warehouse offers benefits others don’t. One warehouse had air conditioning and it made them more desirable than nearby warehouses that did not.

Job Advertisement: This will go on your career site, job boards, get picked up by aggregators and generally be a candidate’s window into what it’s like to work for your company, so make it good. Include details, benefits, options and NEXT STEPS. Especially important are what the candidate will need to bring to the in-person interview or what they will need to send in beforehand.

Headlines: These will go where the entire ad can’t. Think banner ads, mobile advertisement on social networks. You’ll need to capture the essence of the job and very likely low barrier of entry and salary in this short area.

FAQs: Figure out the questions people often ask about the jobs and then answer them for each role. These will come in handy for recruitment communication.

Please note: You may need to translate these, which is why it’s recommended to create them all at once. While it may take a few extra days initially, it will save time when you start a multi-channel recruitment campaign.

Figure out your channel strategy: Recruitment marketing today is a huge field of choices and it can get a little overwhelming. From job boards to billboards, there are a multitude of ways to get your message across. Here are the ones that work best with warehouse positions, particularly high-volume recruiting when opening a facility.

Email campaigns: Your jobs ads go into email alerts right alongside your competitors’ jobs. So tell your own story! This is where the advertisements are valuable. Create a campaign that focuses on benefits, follow up with compensation, inform candidates of upcoming hiring events and more. Many job boards offer custom email campaigns that align with your total recruitment marketing strategy.

SMS text blasts: Reach people where they are in a way that is easy to engage. Auto-responses allow you to start to develop a relationship and answer any questions. Remember those FAQs? Use them to build auto responses and save time. Recruit across the language barrier by offering language support. Send people to a hiring event and ensure they’re equipped with the tools they need to succeed there by giving them prompts and reminders.

Try retargeting: Did you know mobile has now eclipsed the desktop computer for browsing? It has. Time to follow your top candidates around the web and be top of mind during their job search. Remind them of upcoming hiring milestones or openings, referral bonuses and your top pay and benefits while they surf the web on their phone. This is pretty new in recruiting but wildly effective. All a candidate has to do is click on your job ad or visit your site and boom, you’re retargeting them. Since this is far from mainstream, it’s not something everyone is doing, but Nexxt is!

Boost your job ads, recruitment brand and your applies with targeted SMS recruiting and email marketing. Nexxt will help you build a custom campaign, backed with your brand, your message, and your goals in mind. In other words, it’s your arrow, Nexxt takes care of the aim. Start hiring with Nexxt!  

5 Challenges of Doing Business Globally

A lot of people are eager to start an international business, without actually realizing all the challenges that this course of action entails. All they focus on are the positive sides like expanding to new markets, an access to a greater talent pool and prospects of future, even greater, expansion. Still, things are not nearly as easy as they may appear at first and here are a couple of downsides you might encounter.

The issue with company structure

In most English-speaking countries like the United States, Canada, the United Kingdom and Australia, businesses are classified as a sole entrepreneurship, a partnership or a limited liability corporation. Needless to say, this affects how the company is registered but even more importantly, how it pays taxes. The problem with this issue lies in the fact that the target market you are attempting to approach may not have the same standard structures, which might cause a lot of problems.

Aside from this, your company needs to prepare its international structure. This entails making decisions on whether you run your company from a single headquarters or do you have autonomous offices and representatives all over the place. Needless to say, this also depends on how much autonomy you are willing to hand over to these overseas branches.

Cultural differences

Another thing you need to take into consideration is how cultural differences will affect your brand. For instance, opening a Hooters Bar and Grill branch in Saudi Arabia is definitely not a good idea. Still, not every such consideration is as straightforward as this comparison. Sometimes, these differences will be much subtler, yet this doesn’t make them any less devastating for your brand. For this reason alone, it might be a much better idea to use a platform such as 2 Easy in order to get some invaluable local contacts at your target location. These B2B connections might help you out establish your international office with much greater efficiency.

Local laws and regulations

Next, you should look out for local laws and regulations and the ways in which they match or differ from those from your country of origin. Sometimes, your business structure or model will be tailored to fit the needs of a local market, which could make your transition to an offshore location slightly more difficult. Sure, dealing with two separate locations can be hard but things will only escalate once you start taking more and more countries into your calculation. This is definitely something you have to think about in due time.

International pricing

One of the most controversial issues surrounding the global market is the fact that the price of the same product/service may differ depending on the target location. Now, different parts of the world have different average purchasing power, which means that stamping a single universal price on your product may restrict you in more ways than you can imagine. On the one hand, it could make your product too expensive for the local market or it could significantly lower the bar for your expected profit. The method of guiding your pricing strategy is probably going by the Big Mac Index when comparing the purchasing powers of different regions.

Issues surrounding marketing

Finally, due to the above-mentioned cultural differences, you might have a hard time using your marketing campaign all over the globe. Seeing as how the situation in the world is quite sensitive from the cultural standpoint, even some of the most innocent trends might appear quite offensive in some regions. Because of this, it is usually far better to come up with different variations for one and the same campaign than to try going with a one-size-fits-all solution. On the other hand, this might considerably increase your expenses.

Conclusion

At the end of the day, starting a global brand is far from easy, seeing as how the number of variables you have to keep an eye on drastically increases. Instead of having to worry about the legal issues of your home region, you now have to do this several times over. Furthermore, any reform you decide to enact suddenly gets layers and layers of potential complications. Nonetheless, for all those who don’t fear the challenge of overcoming these international barriers, potential rewards are always more than worth it.

Why Should Small Businesses Focus on Liquidity Management?

Making a profit is certainly the main objective of every business out there, but one of the more important factors people tend to forget about is liquidity.

Lack of profits can kill your business in just a few months. However, lack of liquidity, can destroy your whole organization basically in a heartbeat.

Actually, according to the best-selling author and business adviser, David Mellor, lack of liquidity is the second biggest reason why small businesses fail in the United States.

What is liquidity actually?

If you’re new to all of this “business lingo” you’re probably wondering what liquidity even is. In essence, it’s a term used to describe an asset categorized by how fast you can trade it on the open market, without affecting its value.

For instance, cash is a liquid asset. You can trade it for other goods on the market without its price being changed in the process. When you want to buy something – a car, a new home or office supplies – cash will certainly do the trick.

Cash aside, even if you have something valuable, like vintage furniture, jewelry, etc. you technically still have liquidity. However, since the price of those assets varies – some people lower the price to sell their assets quicker, for example – they are relatively liquid.

When it comes to your company, the most important thing is that you have enough assets to pay your debts on time. In most cases, this depends on how much cash you have available, in comparison to the liabilities of your company.

Why is it so important?

As we indicated before, on the surface level, it’s all about the profit. But your enormous profit margin doesn’t actually mean too much if you’re not able to pay off your current debts and use the rest of your funds to invest in your business and keep it afloat.

Having cash at your disposal gives you the freedom to make an investment and expand your business, when the right opportunity comes up. And no matter how unlikely it seems, you never know when a financial crisis may occur, so having some cash stashed away is almost a type of insurance.

In order to keep up with your liquidity, you need to track your liquidity ratio. Here are three most commonly tracked ratios among small business owners:

  • Current ratio

More commonly known as “working capital ratio” this ratio measures your liquidity by comparing assets to liabilities. If your company has a current ratio of 2:1, most financial experts would agree that you have a “financially healthy” company on your hands.  

  • Quick ratio

This ratio is used to evaluate your organization’s capacity to fulfill its promises. Some companies track quick ratio on a monthly basis, in order to identify negative trends and make some adjustments that will help them satisfy debt requirements in the future.

  • Operating cash flow ratio

If you want to measure operating cash flow ratio, you just need to add up all the cash taken from your operations and divide that value by your current liabilities. This ratio is used to assess whether your current cash flow is sufficient to cover your debts.

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How to increase your liquidity?

  • Finance through factoring

In this case, a “factor” is actually a financing firm that offers to pay out your accounts for a price. Essentially, these companies pay up front what your customer is due and take a percentage. If you have to pay a few invoices and you need the cash right away, this is a rather convenient option.

  • Taking a personal loan

This is perhaps the simplest way of increasing cash flow through your company. Of course, you have to be careful with loans and wait for the right moment to take it. In most cases, taking personal cash loans is the smartest option if you want to correct the liquidity of your business instantly.

  • Minimizing liabilities

If you don’t want to increase your cash flow, you can take the other route, and reduce the amount of money coming out of your organization. Some people simply have too much inventory lying around the office, and this can decrease your liquidity drastically. Therefore, you need to have a good strategy to make sure that your inventory is always ready to be sent out and sold.

Don’t get too comfy if your profits go up

When you’re dealing with liquidity, you have to be calm and calculated at all times. Simply put, you can’t let yourself get distracted by other, less important aspects of running a business.

Moreover, we should also point out that you can’t get too comfortable when your profits start going up. On the contrary, you always have to be aware of how much money you and your company earned is at your disposal.

Without knowing that, your business venture might fail without any particular warning signs when you and your partners expect it the least.

Diversity and Inclusion: The right formula

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Do you know Gloria Tang Tsz-kei?

She’s a pretty successful woman; just 25 years old, an accomplished singer-songwriter, piano grade 8 by age thirteen and 23 million followers on Weibo today.

Her stage name is G.E.M. for “Get Everybody Moving”. That’s a pretty cool motto!

Interestingly, GEM is also an acronym for Gender Empowerment Measure, an index created by UNDP (United Nations Development Programme) which aims to measure gender inequality based on economic income, participation in high-paying positions and level of access to professional positions.

It looks like Gloria’s motto was made for today’s subject. Let’s use it and see how some features of HR solutions can support women’s empowerment in your company.  You may not be concerned because you are part of a company that is already doing so, or just this subject is not a priority. Before you leave, please have a quick look at this article from Prabha Kannan. It’s very refreshing.

Get
The first step aims at getting information on your talent: what is their background in terms of education and work experience, what they are good at, what they certifications do they possess, what languages they speak. This allows you to know your workforce better and use it more efficiently.

Here are a few tools available in HR solutions that help gather this information:

Talent profile – the subject of talent management really snowballed in the early 2000s, mostly associated with competency-based management.  Today, a talent profile is the central repository to get employee talent information and validate the match against their current or future job, do some comparisons and search for specific capabilities. Initially populated from application data, it keeps getting enriched by the employee, their manager, the HR department or after completing an activity (learning, achieved objective, promotion, volunteering, coaching).

Performance review – The performance review is intended to be a fair and balanced assessment of an employee’s performance. It is conducted most often through an annual process with extra steps included (objective setting method, different steps, mid-year review) and will result in an evaluation of all employees.

Personal branding – with the boom of social media tools such as Facebook or LinkedIn, employees started to voluntarily publish information about themselves and their network on the internet. As an extension to the Talent Profile, we see innovative HR solutions providers suggesting to reuse this information, with employee consent, to better identify “hidden” talent and take into account additional criteria such as social reputation, endorsement or influence.

Everybody
The first features we have been reviewing were mainly employee-manager-HR oriented. The next step to reduce further gender bias is to bring more people and more information into the process to make your decision even more objective and dilute any questionable individual decisions and operational considerations.

 

Here are a few tools available that help extend, enrich and retrieve information on your talent:

Feedback – getting feedback from peers, direct reports or matrix managers is not something new. It already was available with 360° performance reviews for instance. With instant feedback, you bring spontaneous and unsolicited content to the people appraisal and you extend the population that can acknowledge (or not) the employee’s behaviour, support and efficiency.

Engagement – with time, HR management’s target evolved from personal administration toward a system of engagement. We see many new dimensions being taken into account when assessing employees. It can be taking ownership of a volunteering program, publishing and sharing a video tutorial to help their peers, mentoring junior colleagues or participating in internal competitions or ideation projects. All of these activities are enriching the talent profile and the network of potential supporters.

Analytics – making the right decision implies that you have all information available to you. Good analytics will allow you to get KPIs, trends and insights into your talent but also to get into details. For instance, you need to be able to search on competencies and location to be able to identify the people with the required profile.

Moving
Some interesting indicators from the Global Entrepreneurship Monitor (another GEM!) in the Women’s Entrepreneurship 2016/2017 Report show that Total Entrepreneurial Activity (TEA) among women increased by 10%and the gender gap narrowed by 5% compare to a similar study in 2015 (a study made on 63 economies worldwide). Things are moving in a good direction and nobody could use the argument that women are just less interested in gaining more responsibilities and power in companies.

We have seen how to get talent data and extend it so that everybody can add their share in the decision process. Last step consists in transforming current processes and moving them toward this ultimate goal: women’s empowerment!

Compensation – the gender pay gap is pretty well known and lot of companies are already working on it. HR solutions provide compensation tools can be used to help with corrective actions. A simple way, through eligibility, is to define some specific salary re-alignments for underpaid employees. You can also force the bonus, grants, merit increases to be automatically calculated based on compa-ratio, performance results, goals achievement. By doing so, you remove any decisions based on gender. You can also give more freedom to the manager to make their own proposals while using warnings or alerts to detect and raise inconsistencies.

Talent Review/Succession Planning – both processes go hand in hand and help identifying high potential & hidden talent, assuring your best talent is in line for future critical roles, identifying candidates for key jobs, developing multiple career paths. This process is typically done by a panel of executives all sitting in the same room, having access to all relevant data to take the best decision. The tools can support more aggressive policy such as filtering your population to only work on female talent when too low a proportion of them are in key roles.

Learning – another helpful process is learning. You can for instance manage a talent pool of your future women leaders and assign specific learning programs or create a specific learning community. The advantage of communities is that you feed learners with appropriate learning opportunities and promote conversation, collaboration, sharing and healthy competition.

Nearly forgot! In French, you pronounce GEM as “J’aime” meaning “I like”. That’s a fortunate coincidence both for this subject and to guide you toward your next action after reading this article.

Author: Nicolas Bouché – You can find more information on LinkedIn. Views are his own.

2018 Recruiting Trends: 9 Recruiting Strategies to Implement in 2018

2018 Recruiting Trends: 9 Recruiting Strategies to Implement in 2018

2018-recruiting-trends

This list of 2018 recruiting trends should be your guide for improving your recruiting strategy.

Are you ready to implement these new recruiting trends or will you be left behind?

We live in a candidate driven market

The way we recruit has changed. Compared to just a few years ago, candidates now have far more power during the job search.

According to research and every recruiter and HR professional everyday work experience, current job market is 90% candidate driven. That means you don’t pick talent anymore. Talent picks you!

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That’s why there is a major shift going on in recruiting paradigm. The focus is now on candidates, who are being treated like customers.

Recruiting trend no. 1: Recruitment marketing

What is recruitment marketing?

Recruitment marketing strategy is based on implementation of marketing tactics in recruiting.

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The importance of recruitment marketing

Main goal of recruitment marketing is to follow the latest trends in the market and offer solutions to the companies that best overcome these new challenges.

Recruiting trend #2: Inbound recruiting

What is inbound recruiting?

Inbound recruiting is a recruitment marketing strategy where you proactively and continually attract candidates with the goal to make them choose you as their next employer.

 

The importance of inbound recruiting

If you are looking for a long-term solution to advance your recruiting and hiring strategy, inbound recruiting is the way to go.

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Recruiting trend no #3: Employer branding

What is employer brand?

Employer brand is the term commonly used to describe an organization’s reputation and popularity as an employer, and its employee value proposition.

The importance of employer branding

Research by LinkedIn has proven that more than 75% of job seekers research about company’s reputation and employer brand before applying.

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Recruiting trend #4: Candidate experience

What is candidate experience?

Candidate experience” is current, past and potential future candidates’ overall perception of your company’s recruiting process.

The importance of candidate experience

Candidates who had a positive candidate experience in your recruiting process will more likely accept your job offer, reapply in future and refer others to your company.

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Recruiting trend #5: Talent pools

What is a talent pool?
Talent pool refers to a place or database where recruiters and HR Managers keep all of their top job candidates.

The importance of talent pool

Imagine if every time you had a job opening, you had a pool of talent from which you can just pick the best one! Sounds great, right?

Recruiting trend #6: Candidate relationship management

What is candidate relationship management?

Candidate relationship management (CRM) is a method for managing and improving relationships with current and potential future job candidates.

The importance of candidate relationship management?

This relatively new method in recruiting was introduced to the world of talent acquisition as a solution to one of the biggest challenges in the HR industry – attracting talent.

Recruiting trend #7: Social recruiting

What is social recruiting?

Social recruiting is using social media channels (such as Facebook, Twitter, LinkedIn etc.) for recruiting.

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The importance of social recruiting

You can use social media networks to proactively search for potential candidates, build relationship with them and encourage them to apply to your vacant job positions.

Top recruiting trend #8: Recruitment automation tools

What is recruitment automation tools?

Recruitment automation tools are software that use new technology to automate recruiting process.

The importance of recruitment automation tools

These new all in one tools offer help in finding, attracting, engaging, nurturing and converting candidates into applicants.

Many recruiter have agreed that having an ATS improves their quality of hire.

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Recruiting trend # 9: GDPR

What is GDPR?

General Data Protection Regulation (GDPR) is a new piece of EU legislation that will replace the current Data Protection Act (DPA) with the goal to unify data regulations within the EU.

The importance of GDPR

GDPR will be introduced on 25th May 2018 and it will completely change the way recruiting operates in 2018.

 

Two Challenges Facing Healthcare HR

Two Challenges Facing Healthcare HR

As technology races forward and the aging population places greater demands on healthcare staff, the need for competent HR professionals will only continue to grow. Current healthcare professionals as well as HR specialists in other industries should consider advancing within health administration in order to bring their experience to a rapidly expanding field and help shape the future of healthcare. Here are two major challenges healthcare HR departments face along with strategies for successfully combating them.

Adapting to New Technologies

Thanks to advances in healthcare technologies, health providers can monitor and analyze health issues remotely. Fitness trackers, mobile apps, telemedicine platforms, and devices such as remote heart monitors and insulin pumps are giving medical professionals real-time insights into a patient’s medical conditions like never before. However, these also place new demands on HR professionals.

One major responsibility that falls on HR departments is the task of ensuring healthcare professionals are trained to use the constantly evolving array of technologies. Training sessions and other learning opportunities can be particularly challenging in part because hospital staff are often made up of several generations of people. This includes baby boomers who may lack the technical skills to pick up new technologies right away and may need special support. Millennials may also have difficulty adopting new technologies because information systems can vary greatly between facilities they’ve previously worked for.

Although some technology vendors will provide training to healthcare professionals, there are limits to what an individual can learn and retain. In most cases, it isn’t possible to know everything about each device, especially if training takes place infrequently. To combat this, HR professionals can create in-house training initiatives that stand as a resource professionals can return to.

One example of this is to create opportunities for microlearning. This is an effective strategy because it provides specific information at the moment healthcare staff need it. Medical professionals can view short videos that break down difficult concepts or processes into more digestible lessons, after which they can immediately put the information to use. This also cuts down on the amount of time doctors and nurses have to spend away from their current tasks and patients for training.

In addition to their impact on training, new technologies lower a facility’s need for some positions. For example, as the adoption of electronic health record (EHR) systems continues to rise, the tedious and expensive process of transcribing, charting, and duplicating medical information is significantly minimized. These digital systems also reduce the chance of medical errors due to conflicting or incorrect patient information. In addition to EHRs, radio frequency identification (RFID) systems can wirelessly track patients’ conditions and provide instant access to medical records, which will eliminate some low-tech clerical positions.

Responding to Workforce Shortages

Hiring and retaining qualified staff may be the most impactful thing an HR department can do to improve patient outcomes. We’re facing a shortage of healthcare professionals due to a number of factors. For one, our population is aging, which means a higher percentage of people are developing health conditions that require medical attention. The fact that more people are insured also places additional strain on healthcare facilities.

The number of primary care physicians, in particular, is decreasing because fewer physicians are choosing primary care specialties. However, HR professionals can hire alternative staff such as physician assistants or nurse practitioners to help fill this gap. Nurse practitioners can provide a similar level of care to primary physicians, and they have kept an even pace with the demand for their position. As an added bonus, nurse practitioners can provide their services at a lower cost than physicians.

As with any industry, HR departments looking to combat the shortage of healthcare professionals should take advantage of hiring best practices in order to find the right employees. Hiring qualified professionals is essential for positive patient outcomes as well as reducing employee turnover. In order to attract quality talent, healthcare facilities should design compensation packages that meet the financial and lifestyle needs of new medical professionals. This includes things like insurance, retirement plans, paid time off, and something that has become increasingly important — debt relief.

It’s important for HR professionals to work with unit managers when creating job descriptions in order to identify which qualifications are essential to the position and which are simply preferred. They should also avoid setting experience or education requirements higher than necessary in order to draw from a wider pool of worthy applicants. Pre-hiring assessments can reveal qualifications beyond an applicant’s resume, such as their personality and their ability to fit in with the organization’s culture.

The internet has changed the way people find and apply for jobs, and HR professionals should target a variety of channels to advertise an opening. This includes and job boards that cater to healthcare positions as well as social media platforms and university recruitment programs. Employee referrals are also a great resource for discovering qualified applicants who, in many cases, will also stand a good chance of fitting into the culture of the workplace. Internships offer a low-stakes opportunity to work with an employee and test whether they are a good fit.

Finding and hiring the right employees is only one facet to maintaining a successful workforce. Retaining employees should take high priority within healthcare HR. According to one study, employee turnover is the top staffing concern of a third of healthcare recruiters in the United States. And while the exact number isn’t clear, some studies suggest a 28 percent turnover rate in healthcare jobs. Aside from expensive recruiting and training costs, turnover hurts patient satisfaction, places additional burdens on other staff, and lowers productivity and morale between co-workers.

To increase retention rates, HR departments should focus on hiring employees that are a good fit professionally and culturally. Although recruiters might meet their organization’s goals for quickly hiring employees within a set budget, bringing on low-cost employees who aren’t the right fit contributes to high turnover rates. One strategy for accomplishing this is to include peer interviews within the hiring process. This way an applicant can meet their potential co-workers, and the current staff can gauge whether the person would be a cultural fit.

Employee retention isn’t just about making good hiring decisions, but ensuring current employees have the resources they need to do their job well and stay engaged. Regular workshops in which staff and management can share best practices, personal goals, and success stories is a great way to create a dialogue that will help staff to grow professionally and build a sense of community in their mission as a team. Likewise, employees who under-perform should work with management to set clear goals for moving forward. If timely improvement doesn’t seem possible, it may be a good idea to let that employee go in order to ensure they aren’t placing additional strain on their co-workers and the organization.

11 Office Tasks You Need to Automate

automation

We all have tasks at work that we don’t want to do. Sometimes we can bribe our co-workers with burritos to do them for us, and other times we have to suck it up and get on with things. But, for some things, there is a third option. You can always automate them.

Failing to automate repetitive tasks can cost businesses as much as $13,000 per year per employee. That’s a whole lot of burritos.

Automating repetitive tasks, meanwhile, makes for happier employees and less workplace stress.

Here’s a look at some of the office tasks you can automate.

Organizing meetings

Meetings can be huge time sinks. It doesn’t take much to go off on a tangent that turns a ten-minute meeting into an hour-long one. While I can’t offer any advice on how to stop this from happening, I can offer you some advice on how to speed up the organizing of the meeting.

Coordinating schedules can be a huge hassle. When it’s done using calendar sync, that hassle is taken away. The process is quick and seamless. Everything from booking to cancelling to rescheduling meetings can be done instantly. Everyone gets notified as soon as any changes occur. If your HR software uses Smart Invites, even external attendees can be notified of any changes.

Software can even be set up so that bookable rooms and resources can be reserved for your required meeting, and you can organize meetings around the availability of the equipment that you need. Now that’s a time-saver.

Sending meeting reminders

When a meeting is booked weeks or even months in advance, it’s easy to forget about it. That’s why adding appointments to your calendar is so important. It prevents double-bookings and means you have all your appointments in one place. Setting up meeting reminders means that you won’t be late even if there’s traffic – calendar services such as Apple Calendar can factor in traffic when sending you time to leave notifications.

Booking paid time off

Everyone loves time off. Booking it should be a seamless process. It should also be easy for staff who have time off to notify their colleagues about when they’re out of the office. Syncing paid time off management software to employees’ calendars allows managers to cross-reference who’s off and when. This helps them to make more informed decisions and ensure that there’s always someone around should there need to be.

Reporting

Reporting can be a tedious part of any job. Automating data entry makes it a faster and less tedious process.

Excel macros, for example, can save employees from needing to enter the same information hundreds or even thousands of times.

Replenishing supplies

From stationery to ink cartridges, offices get through a lot of equipment. Getting hold of suppliers to reorder equipment can mean sitting on the phone twiddling your thumbs while you sit on hold. With modern technology you shouldn’t need to do this. Printers can connect to suppliers and automatically order new equipment when ink or toner is close to running out. Other supplies, such as pens and notebooks, can be set up as a subscription so that there’s always a fresh supply around the office.

Hiring contractors

From a broken toilet to a leaky roof, there’s always a need for contractors. The fastest way to find one is online. When contractors connect their calendars to a booking software, businesses can book someone in seconds. This appointment can then be added to the contractors’ calendar automatically.

Paying bills

Paying bills is necessary for any business. When it’s automated, not only do you not need to worry about it, but you can assure your suppliers that payment will come out on a particular date. This gives both you and them peace of mind.

Signatures

Signatures are difficult online. When you’re responsible for a large team or company, it can feel like you’re always signing this or that. If you need to email a contract to someone, you have to print the paperwork out, sign it, scan it back in, then email it across. This process isn’t necessary any more, though. Some programs now allow you to generate an e-signature that allows you to sign something electronically. You get to save some trees and it’s minimum effort. Perfect.

Email responses

Automated email responses can be used for many things. They’re handy to notify customers that you’re not ignoring your emails, you’re just topping up your tan in Cyprus; they can confirm that a customer has filled in a form on your website or signed up to your mailing list, or they can acknowledge a customer query about a particular topic.

Customers appreciate that you’ve acknowledged their email – even if it’s an auto-response – and you can reply to their email properly when you have the relevant information to share with them, or you’ve finished topping up your tan.

Collecting customer information

It’s important to keep an up-to-date record of your customers’ details. It’s also important for a customer to not feel like they have to repeat the same information each time they speak to a different department. That’s why CRMs are so useful – every team member has access to the latest customer information. They can also track the last time a customer was spoken to or contacted, and all of the previous points of contact you’ve had with the customer in question.

Filtering candidates

Applicant tracking systems (ATS) allow you to automate parts of the hiring process to make it easier, faster, and better-organized. One of the key ways an ATS can do this is by filtering candidates based on the requirements for the role. The ATS can be set up to search for keywords or phrases in a candidate’s CV, then filter out anyone that doesn’t match the criteria. The hiring manager then has a smaller pool of applicants to shortlist for interview.

Conclusion

These are just some of the office tasks you can automate to make your average day easier and more productive.

While many of the office tasks that can be automated are often simple, they also tend to be repetitive and boring. Getting rid of them – or in the very least making them easier – makes for happier employees.

Saving just a few minutes every day adds up over the course of a year. This makes a huge difference to an employees’ productivity, and therefore the business’s yearly outcome, too.

What office tasks do you automate, and what difference has it made to your work life? Let us know on Twitter!


Source: 11 Office Tasks You Need to Automate | The Cronofy Blog

About Cronofy

Cronofy helps HR software providers to connect their software to their users’ calendars. To find out more, book your demo today.

4 HR startups that will boom in 2018 according to Business Insider

Business Insider looks every year at the top startups that will “take the tech industry by storm”. Business Insider lists in total 50 startups that will get a lot of press in the years to come and that will most probably disrupt their industries. Amongst those 50 startups, 4 Startups are operating in the wider field of HR.

Who are those startups?

1)      Reflektive: Ongoing employee performance feedback

In a world where everything needs to happen adhoc. Reflektive offers a solution to give continuous feedback throughout the year. Other continuous feedback solutions often operate separated from your HRIS system and miss the integration. Reflektive integrates easily with HRIS systems and also with productivity apps such as Outlook, Slack or Gmail. Especially for SMB companies the integration into these productivity apps can foster adaptation.

2)      JustWorks: Better HR for small businesses

You are a small company? You think you can manage your employees by using Excel or Spreadsheets? Better not! JustWorks offers an easy HR solution including Benefits and Payroll. That way you ensure you stay compliant and all your employee data is stored in one place. After all it is better to ensure your employee’s data is up-to-speed and always updated.

3)      Crew: The app for hourly workers

In many sectors organizations are struggling with managing their hourly or contingent workers. Often seen in industries such as “construction, retail, field services and hospitality”. These workers they play a crucial role but as these employees are often temporary workers they are not added to the leading HRIS system. Crew offers an intuitive app to manage these employees including shift planning.

4)      Pymetrics: Using neuroscience to hire people and avoid unconscious bias

This startup was founded by two former Harvard/MIT-trained PhDs. Candidates are often looking for the perfect job not knowing what they really want or where they perform best. Pymetrics “uses neuroscience games and bias-free AI to predictively match people with jobs”. Instead of looking at the past and what the resume says it “assesses the candidate based on his potential” and finds the right match.

The HR market is one of the hottest markets these days with a lot of venture capital pouring into it. Also in 2018 new and innovative startups will appear and further disrupt the HR landscape. We are curious to see their developments.

Author: Thomas Dorynek – Manager, People Advisory Services, EY

Thomas is a seasoned consultant with extensive experience in HR Digital Transformation projects. Views are his ownFollow @tdorynek

6 Tips to Keep Your Office Productive and Happy

The times are such that working hours are long and employees spend most of the day at the office. Consequently, people are getting burnt out because sometimes there isn’t time for breaks. However, this is avoidable.

If working conditions are changed for the better, the employees will actually enjoy being in the workplace. Some global brands have recognised this, like Google. And many start-ups are following suit and setting examples for others.

  • Flexible working hours

Many companies today offer flexible working hours. People can start work in the timeframe between 8 and 10 a.m., and complete an eight-hour shift. This is a great solution for those who are not morning persons and need some time to get active.

This way, the employee doesn’t waste work time trying to wake up and start the tasks. They can come in late, already fresh and ready to begin the work immediately.

  • Be transparent

Share your ideas, goals and results with your employees on a regular basis. This transparent behaviour will boost the morale and help your employees to feel welcome and needed. If they know what the long-term plans are, they’ll be motivated to achieve them. This way you will not only increase productivity, but create loyal employees who can become brand ambassadors.

  • Remind employees to take a break

The reason why your employees are exhausted is that they don’t take breaks. This is simply something they forget or think is unacceptable until the job is done. If you promote break time and remind them to stretch their legs, they will certainly do it.

One of the modern ways is to create a recreation room with games and nooks for break time. Also, you can invite a yoga coach to demonstrate some simple exercises or organise lunch delivery for all. Whatever your strategy, this will sure bring you extra points with your staff and create a positive company culture.

  • Encourage communication

E-mails, chats, message boards and project management applications keep the communication alive, but nothing is better than chatting over coffee. Exchanging actual words and ideas in person is always a better approach than impersonal online communication.

Organise meetings as much as possible and allow some casual conversation during those. Office chatter can be problematic for some because of the nature of their work. But the recreation room, hallways or terrace are perfect to go and talk to your employees.

  • Reward employees

Rewards are always a surefire way to motivate your employees. However, make sure that you carefully plan the matter and see it through. A reward system can easily create a competitive environment among the employees and that can be detrimental to the office morale.

The safest rewards are not monetary, but those that are fun. Invent your own system, like giving funny and inventive titles such as King of Programming or Hemingway pin for best content writer.

  • Create a comfortable working environment

Ergonomic chairs, lazy bags and couches are just some of the things that come to mind for a comfortable office. Some companies go as far as to create indoor Zen gardens or waterfalls to reduce the stress and provide a serene atmosphere.

However, firstly you should take care of the environment. Aircon services will help you create the perfect “climate” during all seasons and make sure your employees are comfortable. A well-equipped and supplied kitchen will take care of their coffee, tea and snack needs. And a water dispenser on every floor and within easy reach will certainly make sure that all basic needs are fulfilled.

In the end

“A happy employee is a productive employee”, goes the saying. So spare no time or money when it comes to creating a positive and creative atmosphere in your office space. It will sure make everyone happy and productive for future tasks to come.